Relevant Findings from the survey
Based on this information, and the various qualitative responses received, it is abundantly clear that one of the key initiatives to ensure that women return and stay in the workplace is hugely dependent on their experiences with the organization. And, managers, as the primary touch point on this play a critical role in creating a enabling and supportive environment to facilitate this.
As a sensitive issue, most men and women avoid conversations on the subject with important decisions being taken at informal conversations without a structured way to approach the entire process. I have therefore decided to provide a framework on which a manager can self-coach himself or herselfon the sensitivities involved at this time.
Starting a family is both exciting and stressful for employees. While whether to quit a job to care for a baby or not, is an intensely personal decision; a manager’s sensitive support can help women make informed decisions of their continued participation at work. Proactively enabling the work environment to accept parenthood as an integral part of every employee’s life cycle, can be a key differentiator in retaining women at work.
Based on this insight, I decided to create a coaching manual for managers to help them manage pregnant and new mothers at work that pre-empts and works through the challenges of the transitions out and into the workplace (Appendix 1)
Self-coaching guidelines on managing maternity for Managers
Managers often confess to mixed reactions when an employee informs that she is pregnant. “As a manager, some of the typical questions that come up are:
These questions can make you anxious and concerned. At the same time, it is important to have realistic answers to these questions.As this is an important business requirement, managers are encouraged to consider the following to help them through the process:
When the news is broken…
As a manager, the fact that an employee is pregnant is unlikely to be pleasant news. Yet, this is an important event in her life. What might be the best way to acknowledge the news?
Would she be okay if you were to share the news with others/team? Sometimes, she may want to keep it confidential and so it is best to check rather than assume that you can tell the team.
What kind of support can you offer to reassure the employee of your support? Eg: your availability to answer questions, support in terms of rest, visits to doctors, foot stools or such other special accommodation etc.
During the pregnancy
Consider all the ways in which you can get a better understanding of how she is coping and where you may need to support her. Some questions to think about: